Who Takes Care of HR’s Mental Health?

04
Mar 2022
736
A person is holding a paper smiley face in their hands

Author: Ada Tai, MBA, CPHR, SHRM-SCP

Recently, a small group of us working in human resources came together to address each other's challenges and celebrate success. This is an informal, self-directed group of HR practitioners who met a few years ago during a conference. When we met, we realized the commonalities of our struggles. Speaking of these struggles and hearing the advice of others, we learned how helpful it would be to have regular conversations. Immediately, we decided to meet periodically and infuse each gathering with positive, results-based energy. Gradually, we became each other’s “go-to” sounding boards. This has proven extremely helpful during the pandemic when everything is uncertain, and that the HR professionals are constantly firefighting and pivoting, having someone who can truly understand you and offering that social and professional support is critical.

This triggered my questions: Is everyone as lucky as me? When the going gets rough, who takes care of your psychological well-being?

Mental health is an important topic as we gradually uncover the effects of the past two years. HR professionals typically take on the role of workplace well-being advocates and are often the first point of contact when employee issues arise.

Standard wellness practices include:

  • Employee Family Assistance Program (EFAP)
  • Enhanced counselling benefits coverage
  • Employee Resource Groups (ERG)
  • Awareness and resiliency training
  • Series of programs such as work and life balance, flexible arrangements, (virtual) fun activities, etc.

However, for those of us who work in HR and for those who are at the forefront of resolving issues that are often confidential in nature, we can feel vulnerable when the standard practices may not help us. How should we take care of our own mental health?

Given my own experience, I summarized four optimal practices below.

  1. Making self-reflection a habit. 

According to the World Health Organization, “Mental health is fundamental to our collective and individual ability as humans to think, emote, interact with each other, earn a living and enjoy life. 1 ” For working professionals, the first step of maintaining health is becoming consciously aware of triggers and signs of fragility. Since becoming an entrepreneur, I have developed a habit of leaving 15 tranquil minutes for self-reflection every evening. It allows me to carefully review my thoughts, feelings and actions of the day, and helps me with personal growth and restoration of inner balance. Notably, I am learning to allocate some downtime, even if it means a quick walk around the block when I have reached my maximum mental capacity.

  1. Setting proper boundaries.

Very often, I hear professionals with a great passion for their work saying, “Yes, I will do that for you”, or “No problem, leave it with me.” It satisfies the needs of the person asking for support, but lengthens the already extended to-do list for the professionals. Yesterday I had a conversation with a lady who constantly works long hours and shows signs of burnout. I asked her to take five minutes to put together a list of tasks she had completed the week before. It was not until the moment when we reviewed the list together that she realized how many tasks were added to her plate at the last minute, and how many directions she was pulled in that were outside of the position she was hired to do. Make no mistake, we are not talking about someone who is lax or who needs to be pushed to finish the job. This is an over-achiever who strives to do more and blurred her boundaries by taking on what others asked her to do. The more she took on, the more others put on her plate. “When was the last time you said ‘no’ to someone?” was the question of the day for her.

  1. Focusing on priorities.

In my previous blog “ NEW YEAR, OLD RESOLUTION. Focus on your priorities in 2022 ”, I emphasized that when everything is a priority, then nothing is a priority. Setting the right boundaries for ourselves not only helps us manage demand, but it also makes us focus on our priorities. Because of the nature of my work, I am constantly engaged in many networking and volunteer activities. After analyzing the time I spent on various things in the previous year, I identified the targeted activities to continue to participate in given my availability and priorities for the year. It took a certain amount of mental preparation to turn down things that I was passionate about and involved in. Interestingly, after my calendar opened up a bit more, I actually became more productive and content.

  1. Creating your own support circle.

We want to be heard. We want to feel a sense of belonging with people who we trust and who can provide guidance or comfort. Our support circle can be formed by family, friends, people who we meet through volunteering and other activities. In the workplace, I find having mentors or people who have walked in our shoes as trusted allies to be helpful. By sharing our thoughts and hearing advice, we do not feel alone, and we are able to solve problems from a different perspective.

By age 40, half of Canadians have a mental illness, which accounts for 70% of all disability-related costs. 2 Mental balance means different things to different people. Although organizations strive to create a healthy and positive environment, we should be the ones who take care of ourselves by recognizing and defining our limits, and rejuvenating ourselves through what works the best for us.

REFERENCE

1 Mental health: strengthening our response. Retrieved from:

https://www.who.int/news-room/fact-sheets/detail/mental-health-strengthening-our-response

2 CAMH’s Mental Health Playbook for Business Leaders. Retrieved from: https://www.camh.ca/-/media/files/wmh-pbook-130120-pdf.pdf

I see. I hear. I experience . is a column created by and written by Ada Tai, a chartered member of CPHR Alberta. The column is written in a blog format where Ada and invited co-authors will present their own experiences and interpretations of the world of human resources and its impact on business management. This and the subsequent posts are copyrighted materials by the author(s) and only reflect their personal views, not CPHR Alberta’s.

Author bio: With an MBA Degree, a CPHR, and an SHRM-SCP designation, Ada Tai has been working as an HR professional in a variety of industries for over a decade. Through her consulting firm, Ada and the team provide a variety of strategic and pragmatic management consulting services.  Ada’s public speaking skills have enabled her to be regularly invited to speak about HR, people management, career search, and networking topics throughout the province. She is also a well-respected Instructor at the University of Alberta and MacEwan University.

Contact information:

●        Website: www.badab101.com

●         LinkedIn: adatai or BadaB-Consulting-Inc

●        Facebook: badabconsulting

BadaB Consulting Inc. provides a wide range of human resources solutions, including Strategic HR and Succession Planning, Organizational Design & Development, Diversity & Inclusion Program, Merger & Acquisition Support, Recruitment, Skills Development Training, Compensation Design, Performance Management, Workplace Investigation, Policy Development, etc. Another specialty of BadaB’s services is a personal job search and career coaching. The team has effectively helped over 500 people to find work. 


The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.



Navigating Mental Health in the Workplace Amid Political Uncertainty

By Jessica Jaithoo • October 24, 2025
Author: Calgary Chapter Committee The political climate has become an undeniable force in our lives, influencing not only public discourse but also personal well-being. Whether it is uncertainty surrounding federal policies, international conflicts, or provincial conversations about autonomy, employees are increasingly bringing political anxiety into the workplace. For HR professionals, this growing tension presents unique challenges. The task is not to take sides, but to foster environments where mental health is supported and respectful dialogue can take place. According to the Mental Health Commission of Canada, political anxiety is not a passing trend. It is a persistent stressor with real consequences for how individuals feel and function at work. The Commission highlights how political stress mimics other forms of chronic anxiety, causing sleep disturbances, irritability, and a sense of hopelessness ( MHCC, 2024 ). Constant exposure to polarizing news and divisive topics can leave employees feeling overwhelmed. This emotional fatigue, if left unaddressed, affects focus, performance, and team dynamics. A recent CBC feature underscores the cumulative effect of ongoing political and economic instability. It describes how stress can build over time, eroding emotional resilience and making it harder for people to manage conflict, remain productive, or feel safe expressing themselves ( CBC, 2023 ). These dynamics are not just playing out in public forums; they are showing up in team meetings, informal conversations, and leadership decisions.  HR professionals often find themselves at the intersection of these pressures. They are expected to support others while managing their own reactions to difficult news and evolving policies. They are tasked with implementing wellness strategies, fostering respectful communication, and ensuring compliance with changing legislation. It is a complex and emotionally demanding role. However, there are practical ways HR professionals can help reduce the burden of political anxiety in the workplace. The goal is not to suppress conversation, but to provide thoughtful, respectful guidance and tools that help people navigate uncertainty together. 1. Normalize the Conversation Begin by acknowledging that political stress exists and can impact work. A short message in a wellness newsletter or internal briefing can go a long way. When people feel that their experience is valid, they are more likely to seek help and less likely to internalize stress. Headspace, a leader in workplace wellness, emphasizes that validating emotions is a foundational step in reducing their intensity ( Headspace, 2024 ). 2. Communicate Proactively and Clearly When organizations face potential impacts from political or economic changes, silence can worsen fear. Clear, honest communication builds trust. The Mental Health Commission of Canada cites a national survey in which over half of respondents said that uncertainty was more stressful than bad news itself ( MHCC, 2024 ). Leaders should not speculate, but they should share what is known and outline the steps being taken to support employees. 3. Expand Mental Health Support Ensure that all employees know how to access support, whether through an employee assistance program, mental health benefits, or external community resources. Consider adding or promoting mindfulness programs, mental health first-aid training, or virtual therapy services. Managers in particular need support, as they are often the first people employees turn to during moments of stress. 4. Provide Strategies to Employees for Managing Political Anxiety in the Workplace Limit news exposure to reduce anxiety and protect mental health through digital detoxes. Highlight shared values such as respect, integrity and collaboration to help anchor people – reinforce a strong organizational culture rooted in community. Encourage volunteering and community engagement to restore control and purpose, which are critical to mental well-being. Support ongoing self-care and stress management practices. 5. Reinforce Respectful Conduct and Psychological Safety Review your organization’s code of conduct, respectful workplace policies, and social media guidelines. Ensure that employees understand expectations around respectful communication. Reinforce that differing opinions are welcome, but harassment or retaliation are never acceptable. A psychologically safe workplace benefits everyone by fostering trust, encouraging open communication, and enhancing overall productivity and well-being. 6. Equip Managers with Tools Offer training for people leaders on how to recognize signs of stress and respond with empathy. Provide scripts or toolkits for addressing politically charged questions in a way that keeps conversations respectful and focused on shared purpose. HR professionals do not need to have all the answers to the political questions of the day. Their role is to create structures that protect employee well-being and promote a respectful, inclusive workplace. By encouraging open dialogue, providing clear communication, and expanding access to wellness resources, HR leaders can reduce the impact of political uncertainty and help their teams thrive. As the landscape continues to evolve, it is critical to stay grounded in compassion and clarity. Utilizing the above tools and strategies, HR professionals can be a steady and reassuring presence for their organizations in uncertain times.

Making Waves & Inspiring Connections in Our Mentorship Community of Practice

By Jessica Jaithoo • October 23, 2025
Every mentorship match has the potential to create a ripple – one that extends far beyond the program itself. In our January–June 2025 intake, the CPHR Alberta Mentorship Program received over 225 applications across four unique streams, resulting in 100 mentor-protégé pairings, 17 peer matches, and 7 student group cohorts. This momentum reflects the strength of our HR community and its commitment to shared growth and learning. This year, we invited participants to reflect on three powerful questions: How has this mentorship experience shaped your perspective, and how do you plan to share the wisdom you’ve gained with others in our community? How will participation in the mentorship program create a wave in your career and support the impact you leave on your workplace and broader community? What has been your 'golden nugget' from this experience that will leave a lasting ripple in your career? Their responses were as thoughtful as they were inspiring. Testimonial #1 One of the main benefits of mentoring relationships, aside from the enjoyment of getting to know a colleague, is the ability to consider current situations I am dealing with in light of the other person's experiences. Often, these relationships help me with fresh insights I can use to benefit my team and organization. Over the past few years, I have enjoyed the mentorship program, and have taken the opportunity to encourage others to consider the benefits of the program when chatting at CPHR functions, etc. - Bob Wiebe Testimonial #2 Through participation in the CPHR Alberta Mentorship Program, my sense of belonging in the profession has grown and I have gained a personal sense of connection to the community of practice that spurs me to continue to professionally grow to enable others to find their voice and professional belonging in our community to leave a lasting impact. - Amanda Van Haaften Testimonial #3 My golden nugget from this experience has been the realization of how powerful intentional communication and active listening can be in building trust and relationships, solving problems, and influencing outcomes. This insight has shifted how I approach conversations—whether with colleagues, clients, or leaders. It’s a simple concept, but its impact is lasting. - Archana Malhotra Throughout the intake, our Mentorship Committee stayed meaningfully connected with participants through support groups, live webinars, monthly mentoring e-newsletters, and on-demand micro-sessions – with more to come. Each touchpoint offered space to pause, reflect, and grow – together. Mentorship is never one-directional – it’s a cycle of giving, learning, and leading. We’re thrilled to welcome our new applicants for the upcoming intake and continue building a community rooted in connection and growth. Whether you're a mentor or protégé, you’ll gain valuable insights, meaningful relationships, and the chance to leave a lasting impact.

Strong Internal Controls Make Good Business Sense

By Jessica Jaithoo • October 16, 2025
Internal controls are not just a box on a checklist; they are a trust-building tool. When HR leads with transparency, integrity, and strong processes, it sends the message that the organization values trust and accountability. Internal controls can also protect against errors, fraud, and damage to its reputation. Internal controls support fair hiring, secure data management, and consistent documentation, helping HR stay aligned with laws, privacy standards, and compliance expectations. What are internal controls? Internal controls are an organization’s procedures, policies, and processes. They ensure: Compliance with laws, regulations, and policy Accuracy in reporting Overall efficiency and transparency in operations Internal controls include setting out approval authority, role-based system access, audit trails, and segregation of duties. Once your controls are in place, continuous monitoring them further reduce risk by identifying issues early and providing timely feedback on areas where additional training may be needed. Examples of HR internal controls and why an accountant might consider them important Hiring Background checks ensure individuals hired to handle sensitive data don’t have histories of financial misconduct Signed employment agreements support key inputs into the payroll process and can serve as audit documentation Approval workflow for hiring decisions help prevent unauthorized payroll expense s Payroll Segregation of duties between the person hiring and the person setting up payroll can prevent conflicts of interest and fraud Reconciliations of payroll reports with HR records help ensure records match the source data, which supports accurate financial reporting Compensation An assignment of authority for employee events (e.g., salary change, promotions) ensures changes are authorized and reduces the risk of unauthorized payments Supervisor approval on timecards ensures information sent to payroll is accurate Employee records Secure employee records ensure payroll, benefits, and compensation figures used in financial reporting are reliable and safe Tracking changes made to records provides a trail for internal and external auditors Policy and compliance Key company policies requiring an employee’s signature can mitigate financial risks and ensure employees are expected to be aware of an organization’s policies A whistleblower policy provides a mechanism to uncover fraud or misappropriation of an organization’s assets Access and data controls Role-based access to systems limits access to financial systems and reduces the risk of data manipulation Monitoring controls Exception reporting (e.g., duplicate payments) supports quick identification of errors and accuracy of financial reporting Internal HR audits help ensure HR-related financial activities have proper controls and the controls are working as designed By having an HR department that designs and implements internal controls, you are creating a stable system of checks and balances, minimizing risk in more ways than you might expect! About the author: Kristy Mielke CPA, CA fosters the professional growth of Alberta’s 32,000 Chartered Professional Accountants (CPAs) as the Director of Professional Development and Learning at CPA Alberta. She has previously worked in public practice and internal audit, and in addition to being a CPA, she is a Certified Internal Auditor and Certified Fraud Examiner.
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